ACCEPTING DIFFERENCES FOR ALL & MAKING THEM WORK Presented by: Donna Morris & Cathy Dunlap August 11, 2011 Senior Commissioner’s Representatives, AWSS-SCR Branch-Field Operations

2 Generations Timeline Traditionalists/Matures (1909 – 1945) Baby Boomers (1946 – 1964) Generation X (1965 – 1978) Millennials ( )

3 How Generations Communicate  Based on generational backgrounds  Distinct attitudes  Behaviors  Expectations  Habits  Motivational buttons

4 Learning to Communicate  Eliminates many major confrontations  Misunderstandings in workplace

5 Personal & Lifestyle Characteristics by Generation Traditionalists (1909 – 1945) Baby Boomers (1946 – 1964) Generation X (1965 – 1978) Millennials (1979 – 2000) Veterans (1909 – 1945)

6 Understanding Generational (General Observations…not intended to put people in a box) Characteristics Influencers Traditionalists/Matures (1909 – 1945)  The Great Depression  World War II  The GI Bill / Cold War Baby Boomers (1946 – 1964)  Economic prosperity  Vietnam / Watergate  Protest and Human Rights Movements  Sex / Drugs  Rock ‘n’ Roll  Dual Incomes

7 Understanding Generational Characteristics Influencers Generation X (1965 – 1978)  Sesame Street / MTV  Personal Computers  Loss of “World” Safety  Children of Divorce  AIDS Millennials (1979 – 2000)  Expansion of Technology and the Media  Drugs and Gangs  Widening chasm between Haves & Have-Nots  Unprecedented Immigration Growth

8 Values Traditionalists/Matures (1909 – 1945)  Job stability  Fiscal responsibility  Take care of possessions and responsibilities Understanding Generational Characteristics …continuing Baby Boomers (1946 – 1964)  Who am I?  Seek organizations with integrity  Good pay  Politically correct

9 Values Generation X (1965 – 1978)  Be my own boss  Team environment  Advancement opportunity Millennials (1979 – 2000)  High value on lifestyle balance  High tech  Be my own boss  Stepping stone for future opportunities Understanding Generational Characteristics …continuing

10 Recruitment/Engagement/ Management/Retention Traditionalists/Matures (1909 – 1945)  Recognize their loyalty and experience  Select activities that help them show what they know  Have career paths, focus on evolution, not revolution Understanding Generational Characteristics …continuing

11 Recruitment/Engagement/ Management/Retention Understanding Generational Characteristics …continuing Baby Boomers (1946 – 1964)  Be aware of boomers’ competitive nature  Acknowledge their contributions  Offer continued training opportunities, especially life skills and balance

12 Recruitment/Engagement/ Management/Retention Generation X (1965 – 1978)  Respect their skepticism  Establish credentials  Show sense of humor  Talk about how training applies to their careers, not just their jobs Understanding Generational Characteristics …continuing

13 Recruitment/Engagement/ Management/Retention Millennials (1979 – 2000)  Don’t assume they are all at the same level in training;  Expect to do more remedial training  Teach in shorter modules  Help them visualize how training applies to their jobs  Understand they learn best by collaborating Understanding Generational Characteristics …continuing

14 Improving Feedback and Communication Traditionalists/Matures (1909 – 1945)  No news is good news  Info up and down the ladder  Provide training in feedback skills  Assume they can change behaviors Baby Boomers (1946 – 1964)  Once a year, formal and documented  Initiate weekly informal talks and formally document them Understanding Generational Characteristics …continuing

15 Improving Feedback and Communication Generation X (1965 – 1978)  “So how am I doing?”  Immediate and regular feedback  Allow freedom to keep them learning and focused on career paths  Tell it like it is (Xers have a well tuned BS-ometer) Understanding Generational Characteristics …continuing

16 Understanding Generational Characteristics …continuing Improving Feedback and Communication Millennials (1979 – 2000)  “I want it with the push of a button.”  Initiate the connection  Consider electronic connections  Make it visual  Allow them an active role in creating their own education and work plans

17 Negative Stereotypes Traditionalists/Matures (1909 – 1945)  Can’t learn technology  Refuse to give up the reins  Non-engaged Baby Boomers (1946 – 1964)  Materialistic  Work hard not smart  Sold out their ideals  Heavily in debt Understanding Generational Characteristics …continuing

18 Negative Stereotypes Generation X (1965 – 1978)  Haven’t paid their dues  Too young for management  Say what they think  Slackers / Aggressive  Annoying / Loud Millennials (1979 – 2000)  Unaware of lack of skills  Require excessive affirmation  MTV generation Understanding Generational Characteristics …continuing

19 Workplace Characteristics Traditionalists (1909 – 1945) Baby Boomers (1946 – 1964) Generation X (1965 – 1978) Millennials (1979 – 2000) Veterans (1909 – 1945)

20 Ways to Minimize Generational Differences in Workplace  Focus on similarities rather than differences  Recognize that change does occur  Recognize the value and the perils of the “tried and true”  Develop a curiosity for things unknown to you  Ask questions rather than make statements  Avoid characterizations based on age  Be careful about cultural or historical references

21  Slow population growth between 1966 and 1985; not enough Gen X or Millennials to replace retirees during the next 5 years  Talent is still the name of the game  Every skilled worker of every age will be needed in every successful enterprise  The expressions “you’re too young” or “you’re too old” are moot points and need to be eliminated entirely from all hiring criteria Challenges

22 Challenges …continuing  The mind-set of too old or too young needs to be replaced with:  Can they do the work  Can they learn the skills necessary  Can they add value to the workplace  Do they have the willingness to leverage their talents and expertise

23 Remember  Members of multigenerational teams find that under the strata of age diversity lies a bedrock of unifying needs  Everyone seeks the same: respect, creative challenges, opportunity to add value, increasing responsibility, recognition and flexibility  The only difference is that the Xers and Yers want it at the beginning of their career, not later

24  100% responsible for how they create their lives, take care of themselves and their families, and use their experience to collaborate on getting the best work done every day  The most successful people in the 21 st century will be true “Gen Mixers” Remember …continuing

25 Remember …continuing We are all responsible for our careers, lives and families. Develop a healthy sense of WIIFM as we contribute the best work alongside the best people of all ages every day!

26 Question(s)